Welcome to issue 268 of the ukrecruiter newsletter.
My
Favourites
http://www.apgate.com
- It's a UK and Ireland internet directory for industry,
manufacturing and technology company basic information .
http://www.surveyshack.com
- Offers' a free trial to set up your own online survey. The paid
for service is charged from 12p per reply so you only pay for the
response you get.
http://www.accuweather.com
- Check the weather any where in the world. Up to 15 days
ahead.
Elizabeth Paris is a Director at
Technical Recruitment Ltd
Why not submit your 3 favourite web sites. See the guidelines at
http://www.ukrecruiter.co.uk/articles.htm
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Article
One: Psychometric Product Review: Craft Personality Questionnaire from Sales Team Focus Ltd by Louise Triance
Company Name: Sales Team Focus Ltd
Product Name: Craft Personality Questionnaire
(CPQ)
Website Address: http://www.salesteamfocus.com
Contact Details: Jeffrey Bean can be contacted on 01903-733668 or by email at
jeffreybean@salesteamfocus.com
Description (provided by Sales Team Focus): “An on-line, sales-specific personality profile with real time in-built anti-faking to minimise incidence of low accuracy/invalid results.”
Cost: Single administration cost on a bureau basis is £65. If you buy the system the cost is £2850. This includes 100 CPQ scoring credits (so they're £28.50 each).
Do you have to be qualified to interpret the questionnaires:
No, but their one day course in administration, interpretation and feedback is recommended.
Candidate Experience (guinea pig candidate was Paul):
The CPQ profiling test is a sales specific test and takes about 20 minutes to complete. The test consists of a series of two part questions. In the first part of each question the user is asked to choose the one of two statements they would want their boss to believe is true and in the second part of each question they must choose which one of the same two statements they honestly believe is true. At first I was a little confused about lying to the boss and being honest. However, I believe this forms part of the anti-faking mechanism used in the questionnaire. The test is easy to complete and I thought the feedback could prove useful to a recruiter at first interview stage for sales people.
Overview of Feedback Report: The feedback report comprises of a single page “compatibility chart”; 11 page Sales Manager's Coaching Report for day-to-day management and motivation and a 7 page Selling Style Report (for training and self-development). The “compatibility chart” is for use by experienced users for selection purposes. This questionnaire and feedback report is designed specifically for measuring the traits and characteristics proven to be common to successful salespeople and absent in the lower performers. The report "plots" a candidate’s “Selling Style” based upon their “Ego Drive” and “Empathy” scores on the CPQ. This determines if their style is “Persuasive”, “Authoritative”, “Administrative”, or “Participative”. The narrative explains the characteristics of the selling style of your particular candidate and gives strengths and weaknesses (called “ improvement opportunities” in the report). I expect for regular users of the system the narrative becomes of secondary importance, as the recruiter knows what selling style they want for the role.
Summary
This is purely a sales questionnaire – it is not a derivative of a "general purpose" questionnaire so nothing more than sales style should be interpreted from it. Two of the problems with assessing sales personnel through a questionnaire are their tendency to say what they think you want to hear coupled with a high self belief which can means they can have a distorted personal opinion. The CPQ is designed to address both these possibilities. . If a candidate is completing the questionnaire in a "classic faking” style, an on-screen warning is given advising him/her that it may be beneficial to review some of his/her answers and be a bit more realistic or even self-critical. If they ignore this warning and continue regardless then the result is declared invalid and the test administrator warned of same. Of the products I have tested for this series this is a unique feature. In my opinion, for sales recruiting, the questionnaire in combination with an in-depth interview, potential role play exercise and thorough reference taking would be a good package.
Louise Triance is a British Psychological Society level A&B trained assessor, conducting psychometrics on behalf of recruiters. For more information call Louise on 07724 197830, email
contact2@ukrecruiter.co.uk
or visit http://www.nmib.com/testing/index.htm
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Article
Two: How to motivate other people – An Introduction by Helen Miller
Feedback from the last article Helen Miller wrote (see
issue
260) revealed interest from readers in how to motivate other people.
How to motivate other people
An effective manager, or parent, gets the jobs done by motivating and directing the other people in the group. Motivating your colleagues, (or worse – your children!), is a skilled and challenging task. An enormous amount of research has been carried out but researchers have not always managed to explain their findings clearly. This article aims to explain how to motivate others in a jargon free way.
The two main ways people are motivated
Research in the UK has shown that just over 40% of us are motivated towards pleasure, about 40% away from pain, and almost 20% can be motivated either way.
What do I mean? Well, if you are motivated towards pleasure you are likely to complete work before the deadline so you can have the pleasure of relaxing afterwards, you go to the gym for the pleasure of looking good, you study a course for the pleasure of learning and the new job you can apply for. These people are likely to actively look for ways to improve their work, relationships and life.
If you are motivated away from pain you are likely to complete the work to avoid the pain of being criticized for not completing it, you go to the gym to avoid the pain of replacing the clothes you’ve outgrown, you study a course to avoid the pain of being made redundant.
How do you tell how a person is motivated?
You can get a rough guide by asking them a question which identifies how they go about making decisions and listen carefully to their answer. For example, you could ask, “how do you pick your holiday destination (or car/football team/children’s school/career, etc.)?”
People who are motivated towards pleasure will tell you about the great weather/accommodation/journey/food/facilities available. People who are motivated away from pain will tell how it avoids the worst of the heat/the unknowns of new accommodation/long transfers/dodgy food etc.
How does this help?
When you know how a colleague or loved one is motivated, you can ask them to do things in the right way.
For example: imagine you have a tedious task which must be completed before you can start more interesting activities, for a person motivated towards pleasure it would motivate them if you said;
“Once we’ve finished this we can begin (the barbeque/interesting activity)”.
For a person who is motivated away from pain it would be more effective if you said;
“ We need to finish this or the consequences will be (we’ll lose the contract/we won’t have time for a barbeque/etc)”.
This article has introduced how to motivate others.
If you would like to read more on how to build and maintain your motivation visit
www.crossroadslifecoaching.co.uk/jobsatisfaction.htm
and click the link the “Free Report” link. Alternatively you can email your questions to Helen Miller at
Helen@crossroadslifecoaching.co.uk
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Don't
Miss This
Free Contractor Care Forum, June
2006, London
"Gain more contractors, increase their retention and improve your contractor support" by visiting Recruitment International’s
free Contractor Care Forum on the 27th June 2006 at the Stationer’s Halls in London.
You can attend in either the morning or afternoon – each session has" 4
top speakers" as well as a range of exhibitors. Spaces are limited.
For details or to reserve your place visit www.recruitment-intl.com
Onrec Conference Review
This issue of the newsletter "went to press" before I
could include my review of the Onrec recruitment conference and
exhibition (which took place on Tuesday 20th June). Look out
for it in next week's issue of the newsletter. If you were at
the event and we didn't get a chance to say Hi why not drop me a
note (contact2@ukrecruiter.co.uk)
with your thoughts on the event.
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Discussion
Board Summary
Don't forget to visit The
Discussion Board. Current topics on the site include:
over
priced Job boards - Talking about how to get the best price
for the large job boards
Multi-posting
tools - What's the best multiple job board posting tool?
Employment
Agency Standards Inspector - Has anyone had a visit from a
DTI Inspector?
Any postings you or anyone else
makes will be included in the weekly digest. Sign up for the free
digest here or
hit reply to ask me to include your email address
It is free to use the discussion
board and you don't have to register to view messages. Visit the
site; ask questions and share your knowledge
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Statistics
Hitwise top 10 Recruitment
Sites, week ending 17th June 2006
The most visited UK recruitment sites last week, starting with the
most popular, were www.jobcentreplus.gov.uk,
www.totaljobs.com, www.monster.co.uk,
www.reed.co.uk, www.jobsite.co.uk,
www.jobs.nhs.uk. my.monster.co.uk,
jobs.tes.co.uk, www.eteach.com
and www.jobserve.com. Hitwise don't aggregate data from sites who
form part of a network such as fish4.co.uk
For more information about Hitwise, visit http://www.hitwise.co.uk
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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